When problems arise in a workplace, employees are often tempted to voice their concerns. However, when an employee complains, they sometimes face wrongful termination or other disciplinary measures as a result. Both national and Connecticut employment law establish that certain workplace complaint scenarios are protected, and that it is illegal to discipline workers based on their concerns in these circumstances. If an individual has wrongfully been disciplined at their job as a result of a complaint, they may be able to seek compensation against their employer.
Section 7 of the National Relation Act outlines that employees have the right to "concerted activities". This means that workers can take certain actions are long as they are intended to affect more than one employee.
Typically, protected complaints must be on behalf of more than one worker, or between workers to establish a group's position and actions. The law is intended to protect workers organizing. Complaints that only affect a single worker are not usually covered under this law.
However, there are many situations that are covered, such as complaints about:
• Working conditions
• Wages
• Benefits
• Supervisors
• Safety concerns
• Discrimination
When actions are discussed between employees or filed with an employer to address matters that affect a group or workers, they are generally protected against retaliatory actions.
Although employee handbooks and other sources may instruct employees on protocol for lodging complaints, companies will sometimes use this as a means for illegal discipline measures. For instance, bypassing a supervisor to file a concern that affects multiple employees with higher management cannot be retaliated against simply because of a company's policies in a handbook.
With social media becoming increasingly prevalent in our society, issues with employee complaints and privacy concerns continue to develop. When an employee voices concerns or complaints about their job on a social media network, it is often possible for an employer to view these remarks. Connecticut Courts have ruled that these complaints are sometimes covered against retaliation, and an employee may be protected from discipline as a result of these remarks.
If an employee is illegally terminated or disciplined as a result of these types of actions, they may be able to file a lawsuit against their employer. Conn, Gen. Stat. 52-577 states that this suit must be filed within the statute of limitations, which varies depending on the situation.
Employees do have certain rights under Connecticut law, and it is important that workers are able to seek concerted efforts against unfair, unsafe, or unsatisfactory working conditions. Both federal and state laws allow for these actions, and employers who penalize workers within these guidelines can be subject to legal ramifications.
Section 7 of the National Relation Act outlines that employees have the right to "concerted activities". This means that workers can take certain actions are long as they are intended to affect more than one employee.
Typically, protected complaints must be on behalf of more than one worker, or between workers to establish a group's position and actions. The law is intended to protect workers organizing. Complaints that only affect a single worker are not usually covered under this law.
However, there are many situations that are covered, such as complaints about:
• Working conditions
• Wages
• Benefits
• Supervisors
• Safety concerns
• Discrimination
When actions are discussed between employees or filed with an employer to address matters that affect a group or workers, they are generally protected against retaliatory actions.
Although employee handbooks and other sources may instruct employees on protocol for lodging complaints, companies will sometimes use this as a means for illegal discipline measures. For instance, bypassing a supervisor to file a concern that affects multiple employees with higher management cannot be retaliated against simply because of a company's policies in a handbook.
With social media becoming increasingly prevalent in our society, issues with employee complaints and privacy concerns continue to develop. When an employee voices concerns or complaints about their job on a social media network, it is often possible for an employer to view these remarks. Connecticut Courts have ruled that these complaints are sometimes covered against retaliation, and an employee may be protected from discipline as a result of these remarks.
If an employee is illegally terminated or disciplined as a result of these types of actions, they may be able to file a lawsuit against their employer. Conn, Gen. Stat. 52-577 states that this suit must be filed within the statute of limitations, which varies depending on the situation.
Employees do have certain rights under Connecticut law, and it is important that workers are able to seek concerted efforts against unfair, unsafe, or unsatisfactory working conditions. Both federal and state laws allow for these actions, and employers who penalize workers within these guidelines can be subject to legal ramifications.